Vice President, Talent Acquisition & Staffing

Overview

The Vice President of Talent Acquisition and Staffing will be responsible for all talent acquisition and staffing strategies, programs, and policies within the company. This professional will be a key member of the company’s HR leadership team and will be responsible for developing strategic talent initiatives that align with human capital objectives, company strategy, and the mission to deliver outstanding results across all business units. This position will be responsible for developing a culture of attracting and retaining best-in-class talent. Implementing and executing innovative sourcing and recruiting strategies and technologies to increase qualified candidate pool, while decreasing vacancy time and turnover.

Responsibilities

• Provides strategic direction for the company’s talent initiatives, in concert w/ company-wide strategies, to include all responsibility for talent acquisition and staffing
• Participates as a key member of the HR Leadership Team, positively influencing strategy, decision making, and culture
• Leads staff to be devoted and accountable for results, modeling behaviors that exemplify Concentra’s values
• Plans and communicates relative to the resources and staff necessary to meet company-wide objectives
• Develops, seeks approval for, and administers talent acquisition areas of HR budget
• Leads the organization to aggressively pursue top talent from competitors and other sources
• Develops and implements creative and effective internal and external communication strategies
• Positions Concentra as a highly desired employer through intentional and consistent employment branding
• Candidate sourcing results are in line w/ business needs and demonstrate the use of non-traditional recruiting methodologies
• Designs, promotes, implements, and administers college recruiting programs, supporting procedures, training, and communication leverage  the program's effectiveness
• Designs, gains support for, implements, and manages pre-boarding programs and tools that clearly impact productivity and retention
• Enhance our ability to find, attract, engage, & hire colleagues by positively differentiating Concentra from other employers through all available avenues and tools
• Identifies, selects, implements, and manages relationships with vendor companies and other external partners
• Assures that vendor relationships promote excellent products and services at fair market prices, in line with company financial objectives, to achieve long-term partnerships. In particular, values the productive use of technology and fosters the affordable use of excellent tools.
• Success profiles, and related strategies, of key roles lead to the development of internal and external bench strength, with focus on high potentials
• Promotes the use and communication of metrics which provide the basis for effective decision making
• Ensure compliance with multiple governing compliance programs, including but not limited to OFCCP, Affirmative Action recruiting processes
• Analyze and communicate company talent trends, issues and resolutions and compare with benchmarking data of US national statistics, competitors, customers, etc.
• Participates and supports, as necessary, in due diligence related to mergers and acquisitions
• Improve candidate/new hire experience, resulting in improved staffing, reduction in contract labor, reduced vacancy time, & retention
• Ensures compliance of internal processes, procedures, and programs with internal policies and external regulations and requirements
• Serves as a consulting/counseling resource to managers and employees throughout the organization relative to areas of responsibility
• Effectively resolves difficult disputes and business challenges using highly refined functional, partnering, and leadership skills
• Retention strategies, represented by many of the areas detailed above, clearly impact the identification and retention of talent, especially in  critical roles and among high potential colleagues

This job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities, and activities may change at any time with or without notice.

Qualifications

Education Details:

• Master’s or bachelor’s degree in business administration, human resources or similarly related field and/or discipline
• Equivalent business and industry/field experience (15 years required experience without degree)
• Degree must be from an accredited college or university.

Certifications and/or Licenses:

• SPHR or PHR certification an asset, but not required

Job-Related Experience

• 10 years of progressive talent management experience is required
• Proven success in talent acquisition and recruiting strategies
• Proven success in staffing healthcare, including temporary labor
• Operational experience an asset
• Applicable Human Resources and/or consulting experience necessary
• Knowledge of OFCCP, AAP, & EEO legislation

Job-Related Skills/Competencies

• Concentra Core Competencies of Service Mentality, Attention to Detail, Sense of Urgency, Initiative and Flexibility
• Ability to make decisions or solve problems by using logic to identify key facts, explore alternatives, and propose quality solutions
• Outstanding customer service skills as well as the ability to deal with people in a manner which shows tact and professionalism
• The ability to properly handle sensitive and confidential information (including HIPAA and PHI) in accordance with federal and state laws and company policies
• Views talent development as a strategic imperative and establishes organizational processes to attract and retain best of class talent
• Leverages talent from other areas and works collaboratively with other department and organizational leaders as necessary to attain results
• Champions continuous improvement of processes, individual capabilities and team expectations
• Coaches, counsels, and mentors staff as required
• Provide technical and organizational leadership for the management of the function, sourcing techniques, best practices assessments, etc.
• Develop professional partnering relationships with organizations and/or educational institutions to assist in the discipline/function's strategy
• Ensure compliance of internal processes, procedures, and programs with internal policies and external regulations and requirements
• Must be able to wear simultaneous “hats”…manager, coach, counselor, author, team-builder, trouble-shooter, facilitator, trainer, etc.
• Analyze and identify company employment trends, issues and resolutions and compare with benchmarking data of US national statistics,  competitors, customers, etc.
• Ensures effective and accurate reporting for leadership and must appropriately analyze said data for identified trends, issues and areas for improvement
• Highly analytical abilities with strong business acumen and operational vision
• Exemplary communication skill, oral, written, presentations, analytical studies, strategy plans, etc.